[Hiring] Senior Manager, Global Compensation @Clinton Health Access Initiative

Role Description

This role sits within CHAI's newly formed Talent Enablement team, which exists to bring CHAI's talent strategy to life. A central part of that mandate is reimagining our compensation philosophy and framework so that it is future focused, fit for purpose, and able to attract, motivate, and retain the talent CHAI needs to deliver its mission.

Reporting to the Director, Global Talent Enablement, the Senior Manager, Global Compensation leads the design and delivery of CHAI’s compensation framework across more than 40 countries and serves as the organization’s subject-matter expert on complex global compensation matters. The role translates strategy into practical, well-documented processes that hold up across widely different labour markets.

This is a role for someone who can operate at both altitudes. The Senior Manager advises CHAI leadership on compensation strategy and methodology while owning the operational cycles that keep the framework running, including the annual cost-of-living review, salary survey participation, benchmarking, and pay equity analysis. Partnering closely with Global Human Resources colleagues, country and program directors, and finance, the Senior Manager ensures pay decisions are consistent, defensible, and aligned with CHAI's mission and funding realities.

The Senior Manager also manages a Senior Analyst, Global Compensation, developing that person's technical depth and judgment while delegating enough recurring analysis to protect time for strategic priorities.

Responsibilities

• Compensation strategy and governance
  • Act as CHAI’s subject-matter expert on compensation, coaching Global Human Resources colleagues, managers, and leaders through complex global compensation matters.
  • Lead the design, documentation, and continuous improvement of CHAI’s global compensation framework, salary structures, and job architecture, managing work streams with internal stakeholders, CHAI leadership, and external consultants.
  • Develop and maintain CHAI’s approach to compensation for national, international, and third-country national staff, including package design, allowances, contract currency, and alignment with local statutory pay requirements.
  • Advise CHAI leadership on compensation strategies and methodologies that uphold the framework’s principles of equity, transparency, consistency, and ease of administration, including the compensation implications of organizational design, restructuring, and new program starts.
  • Develop and maintain compensation governance, including approval thresholds, exception handling, and documentation standards that hold up to donor and audit scrutiny.
• Benchmarking and market analysis
  • Manage CHAI's participation in approved salary surveys, including data collection and reporting to third-party providers. Review survey results and report findings and recommendations for adjustments.
  • Analyze market data to recommend salary ranges by country and level, refresh structures on a defined cycle, and maintain the data sources that allow leaders to understand pay position relative to market.
• Pay equity and analytics
  • Design and run regular pay equity analyzes, identify drivers of disparity, and recommend practical remediation approaches.
  • Design, implement, and maintain a compensation model that meets CHAI's complex reporting and analytical needs, supports global growth, and increases efficiency.
  • Prepare standardized and customized compensation reports for country directors, program directors, and CHAI leadership, including equity analyzes, statistical data, ad hoc reporting, and data visualizations.
  • Translate analysis into clear recommendations and written guidance for audiences without a compensation background.
• Program delivery and advisory
  • Lead the rollout of CHAI’s new compensation and career framework across more than 40 countries.
  • Partner with Global Human Resources colleagues on communication and rollout plans for the annual adjustment and other global compensation initiatives, ensuring consistent and transparent messaging.
  • Own the annual compensation review cycle, including the cost-of-living process, ensuring an objective, data-driven approach that reflects country-specific economic factors. Manage and guide the Senior Analyst who leads day-to-day process management and tools.
  • Serve as the escalation point for offer decisions, job levelling questions, and complex compensation cases, making timely decisions and communicating the reasoning behind them transparently.
  • Build a strong partnership with finance and program teams, finding practical ways to model compensation costs for organizational growth, new program start-ups, proposals, and budgets.
• Team and capability building
  • Manage, coach, and develop the Senior Analyst, Global Compensation, setting priorities, building technical and analytical capability, and delegating recurring analysis to sustain capacity for strategic work.
  • Oversee global compensation training, processes, and guidance documents for Global Human Resources colleagues and people managers, continuously evaluating and improving them for consistency, transparency, and efficiency.
  • Stay current across compensation technology, analytics, and change management, and actively seek feedback and learning opportunities that sharpen CHAI's compensation practice.

Qualifications

• Bachelor's degree and 7+ years of experience in compensation, total rewards, or a closely related field, with a strong track record of delivering results across salary structure design, benchmarking, job architecture, and annual review cycles.
• Global compensation experience at a geographically diverse organization, preferably in the nongovernmental sector or an organization operating in low- and middle-income countries, with an understanding of how local labour markets, regulation, and cost structures shape pay decisions.
• Working knowledge of United States compensation law and compliance as it applies to a US-employer, including Fair Labor Standards Act exemption classification, state and local pay transparency and pay range disclosure requirements, and federal and state equal pay obligations.
• Demonstrated experience with the analytical, statistical, and visualization tools used for compensation analysis.
• Demonstrated experience conducting pay equity analysis and translating findings into practical remediation recommendations.
• Advanced analytical skills, including strong command of spreadsheet modelling and the ability to work with large, imperfect data sets.
• Experience integrating equity and inclusion considerations into compensation strategy, policy, and practice.
• Ability to link broader organizational goals to the design and implementation of effective systems and processes.
• Excellent interpersonal skills, with the ability to develop strong and trusting relationships with people across a diverse spectrum of identities, cultures, and time zones.
• Strong communication skills that convey clarity, directness, and candour, including the ability to explain technical compensation concepts to non-specialist audiences and deliver difficult messages well.
• A high level of personal integrity, discretion, and tact, with a demonstrated ability to maintain confidentiality.
• Highly adaptable to changes in priorities, and able to adjust work methods in response to new information, changing conditions, or unexpected obstacles.
• Exceptional project management skills, with the ability to run multiple complex work streams simultaneously and facilitate collaborative problem-solving across functional teams.
• Proficiency with Microsoft Office, particularly Excel.

Advantages

• Experience working in a nonprofit, global health, or international development organization.
• Certification in compensation or human resources (CCP, PHR, SHRM-CP, or SHRM-SCP).
• Experience supporting complex organizational change.
• Working proficiency in French or another language used across CHAI's country programs.

Who you are

You are motivated by CHAI’s mission and believe fair, transparent pay is part of how an organization lives its values. You are a compensation practitioner equally comfortable in analytical detail and in the conversation with a hiring manager who needs a clear answer.

Not only that, but you bring structure to ambiguity. In a historically decentralized model, you balance global consistency with respect for country teams’ budgets, local markets, and labour requirements, and you can explain complex pay concepts to people without a compensation background.

You run the recurring cycles compensation demands without letting them consume the year, building the systems, documentation, and team capability that protect time for strategic work. You coach rather than simply assign, and you build trusted relationships across cultures, time zones, and levels of seniority.